30/60/90 Day Review Policy
10 XP1. Overview
The Employee Performance Review Program at Westside Market is designed to provide structured feedback, promote employee development, and recognize outstanding contributions. Through a comprehensive review process, employees will receive clear performance expectations, constructive feedback, and opportunities for growth.
This program consists of:
- 90-Day Probationary Reviews – Assessing new hires during their initial period.
- Annual Performance Reviews – Conducted on an employee’s work anniversary.
- Merit Rating System – A structured evaluation system to ensure fair assessments.
- Performance Feedback & Development – Identifying opportunities for improvement and growth.
2. 90-Day Probationary Review Process
2.1 Purpose
All newly hired employees will undergo structured performance evaluations at 30, 60, and 90 days to assess their progress, integration into the team, and overall job performance. These reviews ensure that employees receive the necessary support, training, and guidance for long-term success.
2.2 Review Process
- The employee’s immediate supervisor or manager will conduct each review using the Employee Performance Review Program framework.
- Each review will assess performance based on predefined criteria such as job knowledge, productivity, teamwork, professionalism, and adherence to company policies.
- The employee will receive feedback on strengths, areas for improvement, and alignment with role expectations.
- Employees will have the opportunity to:
- Discuss their experiences and challenges.
- Seek clarification on job responsibilities.
- Ask questions related to their performance and career progression.
2.3 Decision After 90 Days
Upon completing the 90-day probationary period, the supervisor will determine if the employee:
✅ Successfully completes probation and continues in their role.
🔄 Requires an extended probationary period for additional development.
❌ Does not meet performance expectations, resulting in separation.
3. Annual Performance Review Process
3.1 Purpose
After successfully completing the probationary period, all employees will receive a formal annual performance review on their employment anniversary. This review ensures that employees receive structured feedback on their progress and contributions.
3.2 Review Process
- The immediate supervisor or manager will conduct the review using the Annual Performance Review Form.
- Performance will be evaluated based on key performance indicators (KPIs) aligned with the employee’s role.
- The review will assess:
✅ Job Knowledge & Skills – Understanding of job responsibilities and technical skills.
✅ Quality of Work & Productivity – Efficiency, attention to detail, and output.
✅ Communication & Teamwork – Collaboration, leadership, and interaction with colleagues.
✅ Customer Service (if applicable) – Ability to deliver high-quality customer experiences.
✅ Adherence to Company Policies – Compliance with company standards, attendance, and professionalism.
3.3 Employee Engagement & Development
During the review, employees will have the opportunity to:
- Discuss their achievements and contributions.
- Identify challenges and areas needing support.
- Share career aspirations and professional development goals.
- Request additional training, mentoring, or growth opportunities.
4. Merit Rating System
4.1 Purpose
The Merit Rating System ensures a structured, fair, and objective evaluation of employee performance. It serves as the foundation for:
- Merit-based rewards and salary adjustments.
- Employee recognition programs.
- Professional development opportunities.
4.2 Evaluation Criteria
Employees will be rated based on a predefined scoring system that reflects their performance relative to expectations. This may include:
- Numerical Ratings (e.g., 1-5 Scale) or
- Performance Levels (e.g., Needs Improvement, Meets Expectations, Exceeds Expectations, Outstanding Performance).
Ratings will be used to:
✅ Identify high-performing employees eligible for promotions and bonuses.
✅ Pinpoint areas where additional training is needed.
✅ Support decisions related to salary increases and performance incentives.
5. Performance Feedback & Development Plan
5.1 Purpose
Following each performance review, employees will receive constructive feedback on their performance and areas for improvement. Supervisors will work with employees to establish a Personalized Development Plan (PDP) to foster professional growth.
5.2 Development Plan Components
- Skills Training & Mentoring – Access to resources and training programs.
- Stretch Assignments & Additional Responsibilities – Opportunities to develop leadership skills.
- Coaching & Support – Ongoing feedback and one-on-one coaching sessions.
This structured approach ensures employees receive the guidance and tools necessary for career growth and long-term success.
6. Documentation & Record-Keeping
6.1 HR Documentation
- All performance reviews will be documented and maintained in the employee’s personnel file.
- Records will be used for tracking employee growth, salary adjustments, and promotions.
- No copies will be distributed to employees.
6.2 Employee Performance Review Guide
HR will maintain an Employee Performance Review Guide, which serves as a reference for employees and managers. It includes:
- Review timelines & procedures.
- Performance expectations & evaluation criteria.
- Guidelines for feedback & professional development.
7. Program Objectives & Company Commitment
By implementing this structured and transparent performance review process, Westside Market aims to:
✅ Foster a culture of continuous improvement & accountability.
✅ Align individual performance with company goals & values.
✅ Provide employees with meaningful feedback & professional growth opportunities.
✅ Recognize & reward high-performing employees through merit-based incentives.
Through consistent performance evaluations, Westside Market ensures that employees are supported, engaged, and empowered to achieve their fullest potential while contributing to the success of the organization.
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